Ochotonids (pikas) are an ancient group of mammals originating in the Oligocene of Asia and flourishing in the Miocene of the Old World. During the Pliocene they reduced both their diversity and abundance, Only the Pleistocene genus Ochotona survived to the present. Their current geographic diversity is concentrated in Asia, where 28 species exist today. Outside of Asia, ochotonids are represented by one living species in Europe and two living species in North America. There were likely three main immigrations to North America since the Miocene: (1) at the beginning of the Miocene represented by the appearance of Oreolagus; (2) at the Miocene- Pliocene boundary represented by the appearance of Ochotona spanglei; and (3) during the Early Pleistocene with the appearance of Ochotona whartoni, and small pikas close to the "Ochotona pusilla group". Extant, endemic North American species appear in the Pleistocene.

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This qualitative study examined the knowledge of gender definitions and attitudes toward gender that pre-service teacher candidates possess. Participants were students in an undergraduate elementary education program at a southeastern university. The participants responded to an open-ended paper survey. The survey consisted of questions asking about the definition of gender, gender roles, perceived differences between boys and girls, as well as plans for their future classrooms. Data was analyzed through a qualitative lens with the development of codes, categories, and themes. Responses varied, but the overall data suggested that teacher candidates have misconceptions about the definitions of gender, conflicting views on the origins of gender roles, and a spectrum of plans for gender inclusion and equality going forward in their future classrooms.

In 2013, the United States is becoming increasingly racially and ethnically diverse.  With these demographic changes, attitudes and approaches toward representation are likewise shifting. Public administration scholarship and practice can continue to contribute to this dynamic process of defining representation and crafting initiatives to meet the needs of the public. To do this, social injustices of the past must be addressed through the recognition and valuation of historically-underrepresented groups in public organizations. Yet, much public affairs discourse and numerous policy decisions are rooted in multiculturalism.  The central question this research explores is whether multiculturalism is detrimental to theorizing and to enacting a representative bureaucracy, and if so, why. To answer this question, the work begins with a critical review of the representative bureaucracy, affirmative action, and multiculturalism literatures.  Then, linking these reviews to practice, the study performs a critical discourse analysis of several executive orders and guidance documents from the U.S. Office of Personnel Management to trace how views of representation in U.S. national government agencies changed between 1998 and 2011.  This research finds that a shift from "Affirmative Action" to "Multiculturalism" occurred.  EOs 13078, 13163, and 13171 were heavily rooted in the Affirmative Action approach, while the 2000 OPM Agency Diversity Guide, EOs 13518 and 13583, and the Government-Wide Diversity and Inclusion Strategic Plan 2011 were anchored in the "Multicultural" approach.  Ultimately, this study concludes that multiculturalism poses significant challenges for representative bureaucracy as a result of its lack of clear and explicit definitions and its treatments of differences, especially group-identity classifications.  Rethinking the relationship between representative bureaucracy and multiculturalism and focusing on historically-underrepresented groups hold the potential to contribute to the further attainment of normative goals of bureaucratic representation. / Ph. D.

Macroinvertebrate assemblage structure was compared from 12 streams differing in urbanization type and degree. Urbanization, both historical and current, was measured using several variables generated from GIS overlays of land cover, aerial photographs, and field exploration in the study watersheds. Quantitative benthic macroinvertebrate samples were taken, and a variety of physicochemical characteristics were measured. Increasing urbanization resulted in a decline in diversity and abundance of intolerant organisms. Streams in industrial areas had greater invertebrate density due to large increases in a few tolerant groups. Urbanization in the watersheds was coupled with changes in the physical and chemical structure of the streams suggesting some possible mechanisms for urbanization impact on stream biota. Multivariate analysis grouped streams based on a number of pollution-sensitive taxa suggesting the utility of this type of approach in analyzing community data. Primary funding for this project was from the Coweeta Hydrologic Lab NSF-LTER grant. Additional funding was provided through a Graduate Research and Development Project grant from the Graduate Student Assembly of Virginia Polytechnic Institute and State University. Matching funds were provided by the Biology Department. / Master of Science

Biodiversity of coral reefs is higher than in any other marine ecosystem, and significant research has focused on studying coral taxonomy, physiology, ecology, and coral-associated fauna. Yet little is known about symbiotic copepods, abundant and numerous microscopic crustaceans inhabiting almost every living coral colony. In this thesis, I investigate the genetic diversity of different groups of copepods associated with reef-building corals in distinct parts of the Indo-Pacific; determine species boundaries; and reveal patterns of biogeography, endemism, and host-specificity in these symbiotic systems. A non-destructive method of DNA extraction allowed me to use an integrated approach to conduct a diversity assessment of different groups of copepods and to determine species boundaries using molecular and taxonomical methods. Overall, for this thesis, I processed and analyzed 1850 copepod specimens, representing 269 MOTUs collected from 125 colonies of 43 species of scleractinian corals from 11 locations in the Indo-Pacific. The genetic assessment of the most abundant copepod morphotypes associated with hermatypic corals in Lizard Island (Great Barrier Reef) revealed a large number of species previously unknown for this region. Analyses of diversity and patterns of biogeographical distribution of copepods associated with Galaxea corals throughout the Indo-Pacific showed that the species diversity of this group is high and appears to be regionally specific, an uncommon pattern in most coral reef-associated invertebrates. Results for the symbiotic copepod fauna of Red Sea pocilloporid corals, a family of corals with a high level of morphological variability within and among its members, showed that the majority of the discovered poecilostomatoid copepods belong to the genus Spaniomolgus, which demonstrated a significant genetic diversity of morphologically-similar species. Assessment of the diversity of copepods associated with the Red Sea mushroom corals revealed several undescribed species and showed no evidence of specificity to the hosts neither on species nor on the family level, which contradicts a modern assumption of high host-specificity of copepods. Overall, this dissertation is a first study of genetic diversity of copepods associated with invertebrates, and it provides substantial insight into the diversity of coral-associated microcrustaceans and insight to patterns of their host-specificity as well as distribution around the Indo-Pacific.

A thesis submitted in fulfilment for the requirement for the degree of Doctor of Philosophy in the Department of Psychology at the University of Zululand, 2006. / This study was conducted to ascertain whether uMkhanyakude District Municipality complies with the provisions of the Employment Equity Act No55 of 1998 and to examine whether the Municipality has devised recruitment methods that provide access to a wider pool of job applicants. Some of the outcomes derived from diversity initiatives are not easily quantifiable or measured but they clearly demonstrate the benefits that can be realized by an organization. Benefits such as: Improved organizational image stemming from more diverse positive reputation and the presence of diverse employees in key positions. Improved co-operation and communication within diverse work-teams, few as they are. Findings_ of this study indicated that cultural diversity is the least understood phenomenon and that the municipality has not made an effort to diversify. This is indicated by the fact that there are no African or White females in the strategic or decision making positions. This under-representation of women constitutes gender discrimination. Also the municipality has not made an effort to develop a strategy on diversifying despite submitting the workforce profile to the Department: of labour; no help has been forthcoming in order to develop equity policies to address high levels of under-representation.

Several researchers have identified discrimination and profiling as examples of oppression and threats to the democratic process. Scholarly literature provides little evidence on the experiences, beliefs, and attitudes of young adult Arab American Muslims post-9/11. This study addressed the attitudes and lived experiences of young adult Arab American Muslims between the ages of 18 and 25 regarding discrimination and profiling experienced in the District of Columbia Metropolitan area since the passage of the American Patriot Act. A phenomenological research study was conducted using Benet's polarities of democracy as the theoretical framework with a focus on diversity and equality. Data were collected from young adults between the ages of 18 and 25 living in a large east coast metropolitan area using participant interview and then coded to identify themes. Participants mainly agreed on noticeable differences in their treatment related to diversity and equality on campus, in the workplace, and in social public settings. Often, participants agreed that they have been targeted through additional measures such as political and media rhetoric which also negatively impacts their seeking of diversity and equality. Overall, the results of this study not only highlight the challenges this group faces but also indicates that the polarity pair of diversity and equality has not been leveraged well, thereby creating a mental concentration camp for participants. Lastly, this study may provide positive social change by allowing US Congress to better understand the negative consequences of the US Patriot Act.

Indiana University-Purdue University Indianapolis (IUPUI) / Extant research has established that workplace discrimination negatively predicts turnover and influences targets’ job commitment and satisfaction. Historically, diversity research explored the consequences of colorblind diversity philosophies and the benefits of multicultural diversity philosophies for minorities; however, it may be that multicultural work environments are not universally beneficial for minorities. The present study examines how organizational philosophies regarding diversity influence minorities’ perceptions of trust, affective commitment, organizational attraction, and perceptions of tokenism towards an organization. Results indicate main effects of minority representation and diversity philosophy such that participants in the high representation condition reported greater trust and comfort than participants in the low representation condition, and participants in the multicultural condition reported greater trust and comfort than participants in the colorblind condition. Moreover, results reveal a significant indirect effect of minority representation on trust and comfort, affective commitment, and organizational attraction through perceived tokenism. Implications for theory and practice are discussed.

The purpose of this research is to investigate why there are so few women on South African company boards. Since the first democratic elections in South Africa, diversity has been in the focal point to correct the discrimination and inequalities of the past; however the gender diversity has not been very successful on company boards. Exploratory or qualitative research methodology was employed based on semistructured interviews with a non-probability sample of 13 respondents. All respondents were women who served on company board as directors. They were from various sectors of the economy and served in various capacities on the boards. This study found that the market and the shareholder profiles have diversified considerably, however the company boards have not changed significantly. The gender gap maybe narrowing on company boards however the levels of discrimination and inequalities are still very high. Gender stereotypes continue to inform many decisions in business, including those of board appointments. The study also found that for transformation to occur successfully, leadership had to play a major role. Government has implemented sound regulatory systems that encourage diversity and it is now up to the leadership in companies to take the responsibility and give women opportunities to participate in business through boards. Government, through policies and regulations, continue to play a crucial role in facilitating transformation however the pace of change remains sluggish. Leadership has a critical role to play because the purpose of the policies and regulations is not only to get companies to achieve compliance, but to create equal opportunities for all South Africans. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted